Marc OHANA

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• Type de publi. :
• Date de publi. : 01/07/2026
• Auteurs : Maysam Nour EddinMarc OhanaTogan Kilic
• Organismes : Université Toulouse 1 Capitole Kedge Business School Centre de recherche et d'études en gestion Université de Pau et des Pays de l'Adour Kedge Business School
• Publié dans Academy of Management Proceedings le 01/11/2020

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Résumé : Gratitude in organizations is often assumed to arise naturally from fair or favorable treatment. Drawing on moral affect theory, we challenge this assumption by arguing that gratitude is a moral emotion that emerges only when such treatment as benevolent rather than instrumentally motivated or contingent on expectations of repayment. Focusing on supervisors as central organizational representatives, we propose that overall supervisory justice perceptions (OSJP) elicit employee gratitude, which in turn discourages employees from engaging in negative megaphoning—informal communication that broadcasts unfavorable views about the organization to internal and external audiences. We further argue that this process depends on supervisors’ bottom-line mentality (BLM), which shapes employees’ attributions regarding the motives underlying fair treatment. Using three-wave data from 419 employees in the United States and United Kingdom, structural equation modeling supports a first-stage moderated mediation model. OSJP positively predicts gratitude, gratitude negatively predicts internal and external negative megaphoning, and gratitude mediates this relationship. However, high supervisor BLM weakens the OSJP–gratitude link and eliminates the indirect effect. These findings clarify when OSJP elicits gratitude and identify BLM as a key boundary condition shaping gratitude’s moral force.

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• Type de publi. : Article dans une revue
• Date de publi. : 01/05/2026
• Auteurs : C. ZhangS. J. HongMarc Ohana
• Organismes : Kedge Business School
• Publié dans European Journal of International Management le 25/10/2020

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• Type de publi. : Article dans une revue
• Date de publi. : 30/04/2026
• Auteurs : Togan KilicMarc OhanaMaja Graso
• Organismes : Université de Pau et des Pays de l'Adour Kedge Business School Kedge Business School Centre de recherche et d'études en gestion University of Groningen [Groningen]
• Publié dans Journal of Business Ethics le 02/11/2020

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Résumé : Enacting fairness remains a persistent challenge for managers, prompting the need to understand how they can better treat their subordinates. Addressing this challenge, we investigate whether, how, and when mindfulness facilitates managers’ adherence to fairness. Through the lens of Social Cognitive Theory, we frame mindfulness as a metacognitive skill and propose that it enhances managers’ enactment of justice by fostering their moral potency, while this effect is diminished under high-workload conditions. We tested these ideas across two studies. Study 1 (N = 201), an experiment conducted with graduate business students from cooperative education programs, showed that a brief 15-min mindfulness intervention significantly increased moral potency relative to an active control condition, providing causal evidence for the proposed mechanism. Study 2 (N = 419), a three-wave study of managers in the United States and the United Kingdom, offered full support for the overall moderated mediation model. Together, these studies advance the mindfulness and justice literature by clarifying moral implications and contextual boundaries of mindfulness.

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• Type de publi. : Article dans une revue
• Date de publi. : 27/11/2025
• Auteurs : Elodie ArnéguyMarc OhanaDavid CarassusFlorence Stinglhamber
• Organismes : Kedge Business School Centre de recherche et d'études en gestion Laboratoire de Recherche en Management Université Catholique de Louvain = Catholic University of Louvain
• Publié dans Public Organization Review le 26/10/2020

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Résumé : Understanding how to foster change in local governments is crucial. Drawing on intergroup emotion theory, the paper explores the effects of organizational justice towards beneficiaries on organizational pride and its subsequent influence on employees’ readiness for change. Additionally, the paper examines whether employees’ prosocial motivations moderate the relationship between organizational justice towards beneficiaries and pride. Two empirical studies were conducted with local government employees in UK and France. The results aim to contribute to the understanding of the dynamics underlying change readiness, shedding light on the interplay between organizational justice, pride, and prosocial motivations in the context of public administrations.

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• Type de publi. :
• Date de publi. : 01/07/2025
• Auteurs : Togan KilicMarc OhanaMaja Graso
• Organismes : Université de Pau et des Pays de l'Adour Kedge Business School Kedge Business School Centre de recherche et d'études en gestion University of Groningen [Groningen]
• Publié dans Academy of Management Proceedings le 01/11/2020

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Résumé : In this article, we identify whether, how, and when manager mindfulness translates into justice enactment. Through the lenses of Social-Cognitive Theory (SCT), we propose moral potency as a mechanism through which mindful managers enact higher levels of justice toward their subordinates. We further suggest that such moral implications of mindfulness are hindered under high levels of workload. We tested our moderated mediation model by conducting two complementing studies each with three-wave data collection. In Study 1, the data we collected from 419 managers working in the U.S. and the U.K. fully supported our model. We replicated and supported our findings with the data collected from 230 employees working in the U.S. Our study repositioned mindfulness within justice and SCT literatures while revealing its moral implications and boundary conditions. Through the presented findings and discussions we also respond to recent criticisms of divorcing mindfulness from its original ethical conceptualization.

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• Type de publi. : Article dans une revue
• Date de publi. : 01/12/2024
• Auteurs : J. KraakS. HansenY. GriepS. BhattacharyaN. BojovicM.-R. DiehlK. EvansJ. FennemanI. MemonM. FortinA. LauG. H. LeeJ. LeeX. LubI. MeyerMarc OhanaP. PetersD. RousseauR. SchalkR. SearleU. ShermanA. Tekleab
• Organismes : Kedge Business School
• Publié dans Group and Organization Management le 09/11/2021

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Résumé : This paper is the result of the collective work undertaken by a group of Psychological Contract (PC) and Sustainability scholars from around the world, following the 2023 Bi-Annual PC Small Group Conference (Kedge Business School, Bordeaux, France). As part of the conference, scholars engaged in a workshop designed to generate expert guidance on how to aid the PC field to be better aligned with the needs of practice, and thus, impact the creation and maintenance of high-quality and sustainable exchange processes at work. In accordance with accreditation bodies for higher education, research impact is not limited to academic papers alone but also includes practitioners, policymakers, and students in its scope. This paper therefore incorporates elements from an impact measurement tool for higher education in management so as to explore how PC scholars can bolster the beneficial influence of PC knowledge on employment relationships through different stakeholders and means. Accordingly, our proposals for the pursuit of PC impact are organized in three parts: (1) research, (2) practice and society, and (3) students. Further, this paper contributes to the emerging debate on sustainable PCs by developing a construct definition and integrating PCs with an ‘ethics of care’ perspective.

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• Type de publi. : Communication dans un congrès
• Date de publi. : 25/06/2024
• Auteurs : Elodie ArnéguyMarc OhanaDavid Carassus
• Organismes : Kedge Business School Centre de recherche et d'études en gestion Laboratoire de Recherche en Management

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Résumé : Local authorities are undergoing significant change, driven by political, democratic and financial considerations. It is thus crucial to understand how to foster change in those organizations. Drawing on intergroup emotion theory, the paper explores the effects of organizational justice towards citizens on organizational pride and subsequently examines the influence of pride on readiness for change. Additionally, the paper introduces the moderating role of prosocial motivations, presenting competing hypotheses regarding the relationship between organizational justice towards citizens and pride. The empirical study, conducted with local authority employees in France, employs a three-wave data collection approach. The results aim to contribute to the understanding of the psychological dynamics underlying organizational change readiness, shedding light on the interplay between organizational justice, pride, and prosocial motivations in the context of public administration.

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• Type de publi. : Article dans une revue
• Date de publi. : 01/06/2024
• Auteurs : Marc OhanaS. BensemmaneM.-R. DiehlF. Stinglhamber
• Organismes : Kedge Business School
• Publié dans International Journal of Psychology le 31/10/2020

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Résumé : Drawing on the relational and uncertainty models of justice, this research investigates the consequences of daily overall team justice perceptions on employees' daily psychological strain. Specifically, we examine daily psychological safety as a mediator of the relationship between daily overall team justice evaluations and daily psychological strain. We also argue that daily overall supervisor justice moderates this mediated relationship. Using a daily diary study over 10 consecutive working days, our results confirm that daily team justice reduces employees' daily psychological strain. In addition, our findings provide evidence that daily psychological safety mediates the effects of daily justice perceptions on daily psychological strain. Results also show that the relationship between daily overall team justice and daily psychological safety is moderated by overall supervisor justice, thereby complementing the target similarity model.

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• Type de publi. : Article dans une revue
• Date de publi. : 01/04/2024
• Auteurs : C. ZhangD. MoosmayerM. WangMarc Ohana
• Organismes : Kedge Business School
• Publié dans Industrial Marketing Management le 04/11/2021

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Résumé : Despite the critical role of interorganizational governance in business-to-business (B2B) relationships, research on how different types of interorganizational governance influence sustainable supply chain collaboration (SSCC) is limited. Drawing on transaction cost economics and social exchange theory, this study investigates the role of Chinese informal relational governance (guanxi governance) in SSCC in channel relationships. With a three-wave survey data collected from 205 Chinese manufacturers, the proposed theoretical model is tested through partial least squares structural equation modeling (PLS-SEM). The results indicate that both formal contractual governance and informal guanxi governance have a positive effect on SSCC. However, guanxi weakens the positive effect of contractual governance. In addition, SSCC exhibits a favorable impact on firms' social, environmental, and economic performance. These findings reveal the double-edged role of guanxi governance and contribute to current knowledge of relationship management in sustainable supply chains.

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• Type de publi. : Article dans une revue
• Date de publi. : 01/03/2024
• Auteurs : C. ZhangM. VenkateshMarc Ohana
• Organismes : Kedge Business School
• Publié dans International Journal of Operations and Production Management le 21/01/2025

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Résumé : – Drawing on institutional theory, this study investigates the role of individual cultural values on the adoption of socially sustainable supply chain management (socially SSCM) for Chinese suppliers facing the normative institutional pressures of guanxi (interpersonal relationships).

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